Performance Management Essay

410 words - 2 pages

Performance management is an integral business tool for managing people from all levels in an organisation.(Armstrong, 1994). Nowadays organisations integrate performance management systems into its business models as a key driver for the development of its employees. The employee is given a specific set of objectives over a set period of time usually annually and measured to see if employee has achieved desired outcomes. Such targets can be defined by current job description and desired outcome of performance over the set time period. (Potgieter, 2002). Each organisation can tailor and facilitate a wide and varied range of designs and methods of performance systems which will meet the objectives of ...view middle of the document...

(Armstrong & Barron, 1998). Performance management is no longer a discrete event but rather a continuous process where performance appraisal is owned and driven by managers than the latter been driven by HR. (Latham, et al., 2007)..Sparrow argues that with the introduction of human resource management (HRM) into the structure of an organisation it has contributed to a shift towards performance management throught open and honest communication between managers and individuals. (Sparrow, 2008). Performance management is directly aligned with the strategic goals of managing the organisation by directing people and controlling the flow of training or reward.
The aim of performance management as outlined by Lockett states that continuous development of effective production systems and structures will enhance employee performance in line with continuous improvement of business performance in relation to the customer, product quality and expansion of products to become a market leader. (Lockett, 1992)

The philosophy of performance management is based upon a number of concepts such as integration of all organisational structures in order to achieve business objectives. All organisation values and communication of such goals and objectives should have a clear and defined mechanism enabling employees to manage and clarify their roles of responsibilities. Learning organisation should be developed through perfomance management enabling empowerment, partnership with employees. (Armstrong & Barron, 1998)

809 words - 4 pages
is a vast improvement over the previous one. Despite the fact that some of the philosophies, such as the use of self-appraisals, sun counter to conventional management practices, the results speak for them selves.
QUESTION
1. What type of performance appraisal is central to the new system at Xerox? Which, if any, of the criteria for a successful appraisal system dose this new system have?
2. Given the emphasis on employee development

567 words - 3 pages
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The difficulties of measuring environmental performance
Environmental performance can be measured thanks to a Key performance index (KPI) which consists in a score. This score shows the performance of all the operations made by the company. But there are some difficulties such as the company, the measure, the use of an index, the metrics program and the data.
1. Depending on the company

472 words - 2 pages
Maureen Brewster
Grantham University
HPI515
HPT as a Management Partner
HPT can be management’s partner on an ongoing basis because HPT allows management to stay focus and act as a liaison between the employees, stakeholders and management towards achieving organizational goals, objectives and missions. HPT can bring enormous result-based, value-added benefits to organizations at every level of work performance. The benefits range from

2290 words - 10 pages
vital tool for strategy execution. It signals to managers and employees what is really important; it provides ways to measure what is important; it fixes accountability for behaviour and results; and it helps to improve performance. Finally, it’s necessary to defend the organisation against individuals who legally challenge the validity of management decisions relating to promotions, transfers, salary changes and termination.
Performance

831 words - 4 pages
As you requested, I have finished my evaluation of Kyle Houston, who works as management consultants in Anders. I suggest that you have a second thought about promoting Kyle as the team leader in Dallas. My opinion is based on the observation of his performance during the three months' strategic planning with a division of RPG Financial Services. The ratings and evaluations collected from 15 team members, with whom Kyle worked during the last

2278 words - 10 pages
In this essay, the main issues and challenges for organisations in implementing performance management systems will be explored as well as the specific skills needed by managers and human resource practitioners to address these issues effectively. Performance management systems are important tools and have significant impacts on the overall performance of organisation as well as the development and retention of high-performing and high-potential

3267 words - 14 pages
improvement programmes such as Just-in-Time, Total Quality Management, Concurrent Engineering, etc. (Ghalayini and Noble, 1996).
These programmes are characterised by their ability to pursue several performances at the same time, for example the increase in the product quality together with the lowering of the production costs and the lead times, following the reduction in discards, waste, reworks, and controls. Performance measurement is how

512 words - 3 pages
Key Components
People performance management is part of strategic performance management
Activity 1
Question 1
It’s a tool to ensure that effective management which results in teams and individuals
* Knowing and understanding what is required and expected of them
* Having the skills and abilities to deliver these expectations
* Given feedback on performance
Question 2
1. Performance appraisals is a process where

1219 words - 5 pages
number of ways to evaluate the performance at FedEx but three suggested measuring standards are
Balance scorecard
This is a way of appraising organizational performance taking into account more than one performance perspective; financial, customer, internal processes, and people/innovation/growth. While evaluating these independent areas, management still looks for the most significant performance factor in the organization, which helps them in

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